Technical Talent Acquisition Partner (12 month contract)

Geotab•Atlanta, GA

4d•Hybrid

About The Position

Geotab is seeking a Talent Acquisition Partner to work with the Team Lead and HR Business Partners to design and implement innovative talent acquisition strategies, ensure the delivery of top talent, and act as an extension of the hiring team to ensure hiring decisions are the right business decisions to support the growth of our internal teams. This role is responsible for a positive candidate and hiring manager experience, and will ensure all recruitment practices are aligned with the global recruitment strategy. The position involves managing a high-volume requisition load independently in a fast-paced environment that often involves ambiguity. Success in this role requires being a self-starter with strong written and verbal communication skills, thriving in a high-pressure environment while navigating ambiguity. The candidate will also be data-driven with strong business acumen skills and demonstrate the ability to manage contrasting priorities to ensure timely results.

Requirements

5-8 years of experience in a fast-paced, high-growth environment.
Proven experience hiring across Artificial Intelligence, Software Development, or Hardware Engineering is a must have for this role.
Strong understanding of technical and non technical roles and industry trends.
Proven ability to build robust pipelines through creative sourcing techniques, including active and passive candidate searches.
Proactively identify and implement cost-effective sourcing strategies to reduce reliance on external recruitment agencies and minimize overall recruitment spend.
Excellent verbal and written communication skills, with the ability to engage both candidates and internal stakeholders effectively.
Experience working with talent leaders, hiring managers and executives to define recruiting strategies and meet hiring goals.
Act as a trusted advisor and partner to business leaders, taking ownership of the hiring process to drive it forward.
Leverage strong influencing and negotiation skills to build consensus with stakeholders and secure top talent in a competitive market.
Ability to manage a high volume of requisitions (15-20 roles at a time) while maintaining quality and speed.
Comfortable working with ambiguity, shifting priorities, and under pressure, with the ability to troubleshoot and develop creative solutions.
Set clear, measurable recruitment goals in alignment with overall hiring objectives.
Regularly track progress against key metrics.
Effectively prioritize and manage multiple requisitions while balancing competing demands.
Maintain an organized workflow to meet deadlines, ensuring timely follow-up with candidates and hiring managers.
Adapt to shifting priorities and stay on top of recruitment timelines to ensure efficiency in the hiring process.
Proficiency with Applicant Tracking Systems (Greenhouse preferred), sourcing tools (e.g., LinkedIn Recruiter) and Google Suite for business.
Ability to work independently, take ownership of the recruitment process, and operate with limited support.
Passionate about fostering a diverse and inclusive workplace through recruitment practices.
Post-secondary Diploma/Degree or equivalent experience.

Nice To Haves

Experience working with AI hiring tools such as Claude Cowork is nice to have.

Responsibilities

Own the end-to-end recruitment process for assigned jobs, from job approval to onboarding.
Proactively source candidates using LinkedIn, job boards, social media, and other platforms to build a pipeline of top talent.
Conduct initial screenings and assessments to ensure candidates meet the technical and cultural criteria.
Partner with hiring managers, department leaders and HR Business Partners to understand hiring needs and ensure alignment on candidate profiles.
Provide regular status updates to talent leaders, hiring managers and proactively share new strategies with hiring teams.
Work in partnership with the compensation team and HR leaders to address all compensation related needs, approvals, and changes.
Demonstrate strong business acumen by understanding the company’s goals, market trends, and aligning recruitment strategies to meet organizational needs.
Handle a requisition volume of 15-20 roles at any given time, balancing priorities and timelines.
Demonstrate the ability to work autonomously with limited support, driving recruitment processes forward.
Adapt to changing needs and shifting priorities while working with ambiguity and under pressure.
Create a seamless and positive experience for all candidates, ensuring they stay engaged throughout the process.
Assist in promoting the company as an employer of choice by leveraging social media and building relationships with industry communities.
Participate in job fairs and events to attract top talent.
Ensure all job postings are aligned with company standards, and updates with business needs to meet Market demand.
Use data to optimize recruitment processes, track metrics such as time-to-hire and source effectiveness, and improve overall recruitment efficiency.
Promote D&I initiatives in recruiting, ensuring diverse talent pools are tapped and represented.
Consistently meet or exceed relevant recruitment KPAs and SLAs, including maintaining an average time-to-fill of 60-75 days, depending on assigned roles.
Provide support to Talent Acquisition leaders with various ad-hoc tasks and requests.